Vehicle Technician

To carry out Service, Maintenance and Repairs (SMR) to run safely, efficiently and reliably and work across a range of cars, HGV vehicles, light commercial, and motorcycles. If successful, you will be joining West Midlands Police's Fleet Services team and working alongside with manufacturers to the highest standard. At short notice, you may be asked to work outside normal working hours to assist with on-going force operations.

Main Responsibilities:

Motor Vehicle Technician to carry out Service, Maintenance and Repairs to include car, motorcycle, light commercial and HGV (SMR).
Duties will include the day-to-day diagnosis, repair and servicing (SMR) of police vehicles and ancillary equipment, including light commercial vehicles and the preparation/de-preparation of vehicles and covert equipment, design and installation of ANPR within the Prep Shop after training.  
Complete a full inspection/service, taking due consideration to Police driving requirement against the optimum use of parts. Diagnose, repair and replace major components including Police equipment.
Modification of vehicles for Police use including all electrical equipment.
Road test vehicles. Work within Industry standard times. Complete job cards electronically. Assist Senior Technician with vehicle examinations before and after contract repairs.
To provide a mobile service at locations designated by the Senior Technician.
Completion of job records with Fleet Management system (Tranman).
Duties will include the day-to-day diagnosis, repair and servicing (SMR) of police vehicles and ancillary equipment, including light commercial vehicles Motorcycles and the preparation/de-preparation of vehicles and covert equipment, design and installation of ANPR within the Prep Shop after training.
Able to work independently

Essential Skills:

City & Guilds parts 1,2 and 3, NVQ Level 1,2 and 3 or ONC/HNC.
Demonstrate you have time served mechanical experience, preferably within a Manufacturer’s workshop environment.
To have used an electronic job processing system.
Valid and Clean driving license including Cat B
Demonstrate effective verbal, written and communication skills.
To be computer literate.
Able to use the latest diagnostic equipment.

Desirable Skills:

Valid and clean driving license, inlcuding Cat A
To have experience working with EV's
HGV driving license

Vetting:

Successful applicants will be required to pass Recruitment Vetting and Counter Terrorism Clearance scrutiny prior to commencing their role, this will include a full background & financial disclosure as part of the vetting process.

Prospective officers and staff must be held to a higher standard of behaviour and accountability than members of the public, and that therefore their right to privacy can be fettered in certain circumstances. This is to ensure that members of the police are fully aware and accountable for the unique powers entrusted to them and the standards of professional behaviour they swear to uphold.

Probationary Policy:

Under the Probation Policy, if you are currently in your probation period, “during your probationary period you will not be permitted to apply for alternative police staff roles within the Force unless there are exceptional circumstances. In such cases, you would require the support of your line manager prior to applying for alternative roles, and if successful, your probationary period will start over.”- Policies - Probation Period (Police Staff)

Location: Logistics Centre, Perry Barr, Birmingham

Contact: If you have any queries regarding this position please contact: Kelvin Bevan A/Fleet Manager: kelvin.bevan@westmidlands.police.uk

West Midlands Police is a Disability Confident Leader - the highest level an organisation can achieve under the scheme run by the Department of Work and Pensions.  As part of our commitment we operate a ‘Disability Confident Interview Scheme’ - all candidates who declare a disability and meet the essential criteria for the role will be offered an interview. 

It is important to note that there may be occasions where it is not practicable or appropriate to interview all disabled people who meet the essential criteria for the job. For example: in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. In these circumstances, the employer could select the candidates who best meet the essential criteria for the job, as they would do for non-disabled applicants.

"Diversity and Inclusion Vision:  Maximise the potential of people from all backgrounds through a culture of fairness and inclusion to deliver the best service for our communities"